Managing Director of Talent Management
Job no: 493501
Position Type: Full-Time
Location: Elgin, IL
Experience Level: Mid-Level
Role: Senior Director of Talent Acquisition and Compensation
Advertised: October 29, 2020 Central Daylight Time
Elgin Community College serves over 9,000 students at every stage of their educational journeys, including university transfer programs, career and technical education, continuing education classes, and adult basic education. As a community, we pride ourselves on nurturing a welcoming campus where every person—students, staff members, faculty members, and campus visitors—feels valued. The work of each ECC employee is central to the college’s mission, and as an employer, the college fosters a positive environment through professional challenges, excellent benefits, and opportunities for recognition and camaraderie.Work Schedule:
8:00 AM to 5:00 PM Monday through FridayRate of Pay:
Dependent upon requirements of position, education and/or experience.FLSA Status:
An employee in this classification performs work of considerable difficulty overseeing and monitoring all recruitment and on-boarding activities which ensure all operations deliver an exceptional staff and candidate experience. Overseeing and monitoring the management of the College’s compensation and classification functions which include position management, position classification, job descriptions, compensation and reorganizations. Providing guidance and overseeing the Labor/Employee Relations and Professional/Organizational Development departments. Work is distinguished by the ability to serve as the Chief Human Resources Officer in their absence. Direction is received by the assigned manager.Required Knowledge, Skills & Abilities:
• Bachelor’s Degree in Human Resources or a Human Resources related field with seven to ten (7-10) years experience with exhibited progression of increasing responsibilities or an equivalent combination of training and experience.
• Considerable knowledge of HR Generalist level work including labor or employee relations and professional development/training over a minimum of three (3) years.
• Considerable knowledge of the value of diversity and inclusion with a commitment to promote an inclusive work environment.
• Considerable knowledge in managing the full cycle of recruiting including job postings, pre-qualification screening, interviewing, background checks, hiring, and onboarding.
• Considerable knowledge of collective bargaining agreements, grievance handling, and employee relations.
• Considerable knowledge in leading a team, including a minimum of three (3) years with direct supervisory responsibility.
• Good knowledge in managing a talent management system, including implementing and improving recruiting processes
• Good knowledge of social media sourcing tools.
• Good knowledge of position management, position classification, development of job description/s, and compensation.
• Good knowledge of job and compensation evaluation methodologies.
• Good knowledge of state and national laws that have a bearing on compensation practices including the Fair Labor and Standards Act (FLSA), DOL, and EEOC.
• Good knowledge of training and development programs, including data tracking or metrics for efficient use of training budget.
• Good knowledge of base pay design/administration including job evaluation, benchmarking, and market analysis.
• Good knowledge in developing and maintaining advertising and departmental budgets.
• Comprehensive skills in MS Office, especially Excel and PowerPoint.
• Considerable interpersonal, verbal, presentation and written communications skills with the ability to communicate and interact with all levels of staff, administration and stakeholders in a diverse community.
• Considerable skills in which to provide counsel to managers on employee issues as well as work with union leadership.
• Considerable skills in balancing multiple priorities with strong organization and prioritization s skills.
• Considerable analytical skills and attention to detail.
• Considerable knowledge of higher education and a union environment.
• Good knowledge of PageUp Talent Management software
• Good Knowledge of the Hay Methodology
• Certification through SHRM, TMI, HRCI, or a similar organization.
• Oversee all activities within the Talent Acquisition Department which includes job postings, pre-qualification screening, interviewing, background checks, initial salary placement, hiring, and onboarding. Responsible for the management of the Talent Management System, including implementation and system upgrades. Ensure recruitment activities are in compliance with college policies and regulatory requirements. Continuously review processes to identify areas for improvement and assist in implementing changes.
• Lead the Labor/Employee relations and Professional Development departments by providing guidance on labor practices as they relate to overall Talent Management. Participate in CBA negotiations as assigned.
• Build applicant sources by researching and contacting colleges/universities, professional organizations, recruiters, and others. Leverage social networking and other cutting-edge recruiting technologies and tools to connect with a broad and diverse talent network. This may include participation in career fairs.
• Develop and maintain metrics on recruiting including cost per hire, days to fill, and new employee satisfaction. Track workforce trends, assess the impact and ensure that significant new developments are incorporated into current and future strategies. Analyze and interpret HR data including turnover data and identify opportunity areas as well as develop plans to address concerns with both retention and compensation.
• Oversee all activities within the Compensation and Classification Department which includes position management, position classification, job descriptions, compensation, and reorganizations. Ensure the classification system appropriately places new and redesigned positions in a timely manner. Develop timelines for periodic job audits and review of job descriptions. Continuously review processes to identify areas for improvement and assist in implementing changes.
• Monitor the effectiveness of existing compensation policies, guidelines, schedules, and procedures. Recommend revisions that are cost effective and consistent with compensation trends and college objectives. Participate in compensation studies as directed by the CHRO. Provide support and perform research as needed for the Board collective bargaining teams relative to compensation strategies.
• Work with divisions/departments to develop a workforce plan designed to support institutional and strategic goals and objectives. This may include re-organizations or the use of temporary services/contingent employees. In collaboration with the Purchasing Department, manage vendor relationships, negotiating services and managing costs. Services may include advertising, backgrounds checks, and temporary services.
• Work with the CHRO and HR team on keeping administrative procedures current, and recommending new administrative procedures when appropriate. Responsible for any local, state or federal reporting in the recruitment and compensation/classification areas. Develop the departmental budgets and responsible for approving and monitoring all departmental expenditures during the fiscal year.
Interviews, hires and trains assigned staff: identifies and resolves employee relations and performance issues; provides appropriate leadership and direction and promotes positive morale, creativity and teamwork among staff; evaluates employee performance and sets clear goals and expectations.
• Available to respond to internal and external customers, either in person or over the phone, during scheduled business hours.
• Demonstrate independent judgement and discretion in making position related decisions.
• Maintain required training, licensure and/or certification
• Maintain confidentiality of privileged information and adheres to applicable privacy laws.
• Demonstrate sensitivity, understanding and respect of diverse populations within the workplace.
• Maintain an understanding of the work of colleagues to effectively provide backup and/or support for co-workers during times when the division is short-staffed or experiencing an increased volume of work.
• Ability to work a flexible schedule which includes days/evenings/weekends as needed by the department.
Other duties as assigned that pertain to the job description.Physical Demands:
Sedentary (up to 10 obs occasionally, sitting most of the time)Visual Acuity:
Close visual acuity (e.g. computer, assembly)Work Environment:
Quiet ConditionsEnvironmental Conditions:
Typical Office or administrative.Current SSECCA Union Member Information:
The initial posting date for this position is 08/13/2020. Elgin Community College Support Staff Association (SSECCA) members that apply by 08/20/2020 and meet the posted minimum qualifications will receive full consideration.Equal Employment Opportunity Statement:
Elgin Community College does not discriminate, or tolerate discrimination, against any member of its community on the basis of race, color, national origin, ancestry, sex/gender/gender identity, age, religion, disability, pregnancy, veteran status, marital status, sexual orientation, or any other status protected by applicable federal, state or local law in matters of admissions, employment, or in any aspect of the educational programs or activities it offers.
In addition, Elgin Community College provides reasonable accommodations to qualified individuals with disabilities to ensure equal access and equal opportunities with regard to employment practices, educational opportunities, and programs and services. If you need a reasonable accommodation for any part of the application and hiring process, please notify the College’s EEO/AA Officer. Determinations on request for a reasonable accommodation will be made on a case-by-case basis.Elgin Community College does not discriminate, or tolerate discrimination, against any member of its community on the basis of race, color, national origin, ancestry, sex/gender/gender identity, age, religion, disability, pregnancy, veteran status, marital status, sexual orientation, or any other status protected by applicable federal, state or local law in matters of admissions, employment, or in any aspect of the educational programs or activities it offers.In addition, Elgin Community College provides reasonable accommodations to qualified individuals with disabilities to ensure equal access and equal opportunities with regard to employment practices, educational opportunities, and programs and services. If you need a reasonable accommodation for any part of the application and hiring process, please notify the College’s EEO/AA Officer. Determinations on request for a reasonable accommodation will be made on a case-by-case basis.